I’ve been reflecting upon the #CIPD Lancashire Branch networking event that I went to at BAE Samlesbury last night. It’s been a while since I have been able to get to the meetings as my schedule usually means that I am out of the County on my travels supporting leaders with their change programmes.
Last nights talk was lead by Jonathan Holden from Forbes Solicitors who gave an entertaining and informative update on the latest employment law changes and the impact of recent case law.
The clear message that I came away with related to those ‘problem cases’ that as managers we face from time to time. Be clear about the business case behind your management decisions, and ensure that you communicate them clearly to all concerned. Put another way – the purpose of our business is to deliver XYZ and to do that we must achieve ABC. The performance of employees in the business is critical to achieving this via delivering 123. Therefore our ‘problem employee’ is failing to meet elements of 123 which impacts ABC. The action taken against the employee must be intended to enable our achievement of the purpose of the business – XYZ.
So, it’s important that you know your XYZ and what ABC looks like in practice. Organisational policies and procedures must support employees to delivery 123 in the most effective and efficient way possible. We must act quickly, in a fair and consistent way, on anything that impacts an employees capability or conduct to deliver 123 .